| Objective: With the improvement of life level, the pace of life isaccelerating, occupation tension in many industries is increasing, But in thecurrent occupation environment, there are various tensioning source,They may cause avariety of serious and persistent nervous reaction to the workers, The specific performanceof individual psychology, physiology andbehavior of the transient change, So it isnecessary to study the occupation tension. In80, the expert has established theOSI-R model based on several basic occupation stress on theoretical model, this modelsuggests that the strain capacity are essential for the establishmentof any occupation tension and occupation stress mental healthmodel. This kindof mode that various stress factors will inevitably lead to nervous reaction to someextent, and through individual adjustment factors should be moderate, the model suggeststhat the occupational stress may affect the individual’s physical and mental health, andthe gap will produce the job satisfaction, eventually led to the influence of individual jobperformance. The research framework is the investigation and measurement ofthe administration of civil servants occupation stress factors, Xinjiang occupation stresslevel, mental health,physical health, work ability, analysis and explore theirrelationship, study the ability ofadministration of civil servants forthe occupation, occupation health and tension of the three industry, the formation of theoverall study the structure of this study, to furtherreveal comprehensive civil service stresseffect of individual differences, to protect and improve the civil servants workefficiency, physiological and psychological health for civil servants putforward targeted preventive measures is of great significance. Methods: This study used astratified cluster sampling method, Select Xinjiang administration of civil servants as theresearch object, issued a total of5700scales, recover complies with the requirements of5000scales, the effective recovery rate was87.72%. The southern, EasternXinjiang (including the Akesu area,Kashi area, Hetianarea, Turpan area)1500,(including northern Yili Kazak AutonomousPrefecture, Bortala Autonomous Prefecture of Mongolia, Changji Hui AutonomousPrefecture, Aletai area)1500, Urumqi city and Karamay City,2000. Including male2900, female2100; Han, Uygur, Kazak, Hui, Mongolia, Xibe Nationality;level, level, department level, staff duty level; at the age between23~60years old,average42.62years ofage, length of service in the years1~40, the average length of service16.32yearsold. Through the questionnaire survey, all the data recorded in the EpiData3.1database, alldata were statistical analysis by using the statistical software SPSS18.0, analysis of singlefactor analysis and measurement data using t test,variance; comparison for the twotwo measurement data between groups, using LSD-t test; and multiple linear andlogistic regression analysis.Results:1) the population in this study, the urban populationaccounted for72.14%, non cities(including County, township, rural) accounted for27.86%; up to35~45years old agesection, for a total number of40.58%, followed by23to35year old age group(36.94%);58%male,42%female; Han nationality for51.72%, the minority (Uygur,Kazak, Hui) accounted for48.28%; degree with bachelordegree or above the highest proportion, reaching45.74%; clerk of the largestproportion,52.76%, followed by thesection level cadres (including Zheng Keji and vicesection), the ratio of30.74%;married than were the highest, accounting for77.90%, followed by the unmarried,accounted for18.14%; a monthly income of <3000yuan the highest proportion,accounting for42.34, followed by3000-5000inJanuary, accounted for32.04%.2) the civil servantsoccupational stress factors (ISTA6.0) compared with Urumqi citymental norm, in additionto unreasonable position requirements and environmental stress factors, civilservants were significantly different in the other15dimensions ofoccupational stress (P <0.01). Participate in the work of civil servants and the interference score lower thanUrumqi city mental norm (P <0.01); complexity,changeability, cooperation degree ofdemand, task control, time control,communication possibilities, the possibility ofcooperation, task uncertainty,organizational issues, attention to work requirements, timepressure, dangerous missions, cooperation close the13scores, civil servants are higherthan Urumqi citymental norm (P <0.01).3) occupation Tension Factors of civilservants of different rank of each are not identical. In additionto change position, unreasonable requirements and environmental stress factors, different positions in the civil service level job strain (ISTA6.0) and other14dimensions weresignificantly different (P <0.01). Complexityscore, section belowsection, level and department level civil servants (P <0.01), generalof the highest scores of civil servants of section chief of civil servants; civilservants below thedepartment level (P <0.01). Cooperation demanddegree score, section below thefamily level and civil servants (P <0.01) abovethe department level civil servants, civil servants of section chief (P <0.01); taskcontrol score, section below the department level civil servants (P <0.01), higher thanthe civil servants civil servants of section chief but below the department level civilservants (P <0.01), civil servants below thedepartment level civil servants (P <0.01);Participate in the score, clerk, family, civil servants below the department level civilservants (P <0.01); time control score, section below family level, level and departmentlevel civil servants (P <0.01), family and civil servants below the department level civilservants (P <0.01); score lower than the possibility of communication, staff of civilservants of section chief (P <0.01); score the possibility ofcooperation, section,section and civil servants below the department level civil servants (P<0.01); task uncertainty scores, the highest civil servants, civil servants of sectionchief clerk andbelow the department level civil servants (P <0.01), sectionlevel and department level civil servants than civil servants (P <0.01); Scores of workorganization, staff, level and department level civil servants below family level (P <0.01), lower than the level of civil servants of section chief and departmental level civilservants (P <0.01); interference score, highest departmental level civil servants, the civilservice clerk was lower than other groups (P <0.01), section levelcivil servants belowthe department level civil servants (P <0.01). Attention needs to score lower thanother groups of civil servants, section (P <0.01) below thedepartment level civilservants, civil servants of section chief (P <0.01). Time pressureis lower thanthe level section score, and departmental level civil servants (P <0.01)less than civilservants, civil servants of section chief (P <0.01).The task of risk scoring, section than theother groups (P <0.01) of civil servants.Close cooperation score, highest departmentallevel civil servants, civil service clerklower than the other groups (P <0.01), family and civil servants below the department level civil servants (P <0.01).4) sharing the civil servants work stress questionnaire is8077.16, the standard deviation is1437.09; average work stress questionnaire is4587.49, the standard deviation is1698.71; lack of organizational support questionnaire were divided into4035.08, the standard deviation of1750.1.5) the number of civil servants in high tension for334people (6.68%), the number of moderate stress for1354people (27.08%), the lowtension for3312people (66.24%).6) civil servants of different demographiccharacteristics of occupational stress level is different, the female work tension wassignificantly higher than men, especially the lack of support in the aspect of worktension index, index of tense work frequency and workpressure index, tissue (P＜0.05); occupational stress did not differ between different ethnic groups (P>0.05); Department of civil servants work stress index above section,especially the lack ofsupport in the aspect of work tension index, index of tense workfrequencyand work pressure, work pressure index of frequency, tissue (P＜0.05); More than20years of service group and10~20years seniority group a civil service job strainindex, pressure index, lack of organizational support index are less than <10yearsseniority group; especially in the intense work index, intense work frequency,workingpressure index, lack of organizational support, organizational support index oflackof frequency, work stress index, working pressure index, lack of organizationalsupport index showed a decreasing trend with the increase of working age (P＜0.05);Bachelor degree or above in a civil service job strain index is higher than thatof othereducated civil servants, especially in the work stress index, workingpressure index,lack of organizational support, organizational support on the lackof frequency index (P＜0.05); civil servants occupation tension there was no differencein married,unmarried, divorced, widowed aspects (P＜0.05); stress index the work of civilservants, income level high work pressure, work pressure frequency index, lack oforganizational support index was higher (P＜0.05).7) to the individual characteristicsof gender, nationality, education, civil service rank,length of service, marriage, income asindependent variables, to civil servantsoccupation tension related job analysis ISTA6.0scale dimensions as the dependent variable, stepwise multiple regression analysis. Weconclude that standing, degree is the impact of civilservants occupation stress factors results in two variables the most,followed bygender, ethnic two variables, again for the marriage, a monthly income of two variables (P＜0.05).8) to the various dimensions of gender, ethnic, civil service rank, length ofservice,education, marriage, monthly income and occupational stress factors asindependent variables, to civil servants occupational stress levels (high, medium andlow) as the dependent variable, logistic regression analysis, obtained the rank, length ofservice,regulating demand, adjustment possibility were entered into the equation, is the main factor affecting the civil servants occupational stress levels (P＜0.05).9) civilservants in zero burnout level of400civil servants (the positive rate was8%);mildburnout level of1692civil servants (the positive rate was33.84%), moderateburnout levelof2287civil servants (the positive rate was45.74%), at high levels of burnout among621civil servants (the positive rate was12.42%). Civilservantscumulative positive moderate and above the level of burnout rate is58.16%.10) of different demographic characteristics of civil servants occupation burnoutofdifferent, depersonalization and reduced personal accomplishment scores, male civilservants were higher than those of female civil servants (P＜0.05), emotionalexhaustion score higher than male, female civil servants civil servants (P＜0.05);reducedpersonal accomplishment and occupation burnout scores higher than Hannationality, minority servant servant (P <0.05); the difference of different rank civilservants occupation burnout had no statistical significance (P>0.05); emotionalexhaustion score>20years length of service of civil servants, the highest score (P＜0.05), depersonalization and reduced low sense of achievement scores of less than10years of civil servants, the highest score (P＜0.05); Emotional exhaustion score, bachelordegree or above technical secondary school and college educated civil servants than civilservants (P＜0.05), depersonalization,reduced personal accomplishment and burnout, andundergraduate education of civil servants more than secondary and post-secondaryeducation civil servants (P＜0.05);emotional exhaustion score lowerthan unmarried married civil servants, civil servants(P＜0.05); personality disorganizationand reduced personal accomplishment scoreshigher than married, unmarried civilservants civil servants (P＜0.05); emotional exhaustion score <3000January thehighest income of civil servants (P＜0.05),depersonalization and reduced personalaccomplishment scores more than5000January the highest income of civil servants (P＜0.05).11) of different demographic characteristics of civil servants mental fatiguestatus,reduced activity, decreased motivation, mental fatigue and fatigue scores werehigher than those of female civil servants, male civil servants (P＜0.05), physicalfatiguescore, female civil servants than male civil servants (P＜0.05); physicalfatigue,reduced activity, power loss and fatigue scores overall, minority civil servants arehigher than the Han civil servants (P <0.05); fatigue score, physical fatigue anddecreasedmotivation score, highest departmental level civil servants (P＜0.05);physicalfatigue score,10~20years length of service of civil servants (P＜0.05), thehighest activity decreased score <10years length of service of civil servants (P＜ 0.05), the highest fatigue score more than20years length of service of civil servants,thehighest (P＜0.05); Physical fatigue score, secondary and post-secondary education civilservants were higher than bachelor degree of civil servants (P＜0.05), decreasedactivity, decreased motivation and mental fatigue score, secondary and post-secondaryeducation civil servants below bachelor degree of civil servants (P＜0.05); activities reduce the scorehigher than married, unmarried civil servants civilservants (P＜0.05), physical fatigue and fatigue scores higher than theunmarried, married civil servants (P＜0.05);physical fatigue score,<3000January thehighest income of civil servants (P＜0.05),decreased activity and decreasedmotivation scores more than5000January, highestincome of civil servants (P＜0.05).12) different demographic characteristics of civil service status of social support ofdifferent, objective support, the utilization of the social support degree andsocialsupport of female civil servants were higher than that of male civil servants (P＜0.05);objective support, subjective support and the total score of social support score, theminority of public servants are the highest (P <0.05); the subjective social supportand support scores the highest, departmental level civil servants (P＜0.05);subjectivesupport and the total score of social support score>20years length of service of civilservants (P＜0.05); the highest subjective support and the total score of socialsupport score, secondary and post-secondary education civil servants abovebachelordegree of civil servants (P＜0.05); subjective support, social support theutilization and thetotal score of social support score is higher than that of the single,married civilservants civil servants (P <0.01); the score of subjective support,<3000Januaryincome lowest and highest use of civil servants, the scores of social support;On the scoreof social support utilization degree, more than5000January the lowestpaid civilservants.13) condition of coping style of different demographic characteristics of civilservants is different, coping styles of solving problems and seeking help score, femalecivil servants than male civil servants (P＜0.05); self blame,fantasyand reasonable score, male civil servants is higher than that of female civil servants (P＜0.05); problem solving and help seeking score higher than Han Minority servant (civilservants P＜0.05), self blame and withdrawal and rationalization scorehigher than theHan Minority servant servant (P＜0.05); civil servants of different rankno statisticallysignificant difference in coping style (P>0.05); To solve the problem of score <10years length of service of civil servants below10~20and>20years length of service ofcivil servants (P <0.01), the score of remorse and fantasy,<10years length of service of civil servants above10~20yearsand>20years of seniority of civil servants (P <0.01); problem solving and help seeking score, secondary and post-secondaryeducation civil servants above bachelor degree and above degree of civil servants (P＜0.05), self blame, fantasy and the rationalization ofthe score, secondary and post-secondary education civil servantsbelow bachelor degree ofcivil servants (P＜0.05); to solve the problem of civil servants is lower thanthe score, unmarried married civil servants (P <0.01), the scoreof remorseand fantasy, civil servants than unmarried married civil servants (P <0.01); Selfblame, fantasy and reasonable score <3000January income of civilservantsbelow3000~5000yuan and over5000of income of civil servants in January (P <0.01); to solve the problem of3000~5000score, the highest income group of civilservants in January,<3000January income of civil servants is second, and more than5000January income of public servants are lowest, turn score <3000January incomethehighest income group3000~5000civil servants, civil servants in January thesecond, and more than5000January the lowest paid civil servants.14) health status ofcivil servants in different rank psychological different, different joblevel civilservants there were statistically significant differences in the total scoreofoccupation burnout and the project (P <0.01). Occupation burnout total score from highto low are level, department level, department level civil servants and staff member, thewhole comparison with statistical difference (P <0.01). Emotion exhaustion scores thehighest, lowest clerk, department level civil servants, two two compared with statisticaldifference (P <0.01); depersonalization score, civil servants is highest, lowest twotwo section, compared with statistical difference (P <0.01); reduced personalaccomplishment scores, hall level civil servants is highest, lowest twotwosection, compared with statistical difference (P <0.01). The measurementresults show differences in mental fatigue, the scores of differentrank the projects of civilservants were statistically significant (P <0.01). The overall level of fatigue score, thehighest level of civil servants, civil servants of section chief ofdepartment level civilservants to time, the lowest score; physical fatigue, clerks andcivil servants of sectionchief is higher than the level and department level civil servants (P <0.01); reducedactivity score, the highest section of department level civil servants, minimum; dynamicforce decreased score, section less than civil servants (P＜0.05); Mental fatiguescore, civil servants is highest, the lowest section. Social supportmeasuring resultsshow differences in different positions level civil servants, scores ofeach item were statistically significant (P <0.01). The overall level of social supportscore, thehighest civil servants of section, department level civil servants, the lowest;the score ofsubjective support, clerks and civil servants of section chief is higher thanthe level and department level civil servants (P <0.01); The objective support score ishigher than that of civil servants, administrative (P＜0.05); scores of utilization degree ofsocial support, clerks and civil servants of section chief is higher thanthe level and department level civil servants (P <0.01). Coping style measurement resultsshow, in addition to backoff items, differences in differentrank each item score of civilservants were statistically significant (P <0.01). To solve the problem of thehighest score, section (P <0.01); guilt dimension scores thelowestscores, clerk, remorse, middle-level civil servants than civil servants (P <0.01); turnthe highest score, the lowest section, civil servants; fantasy score, thelowest section(P <0.01), the highest civil servants of section chief (P <0.01); therationalization ofthe lowest score, section (P <0.01), the highest civil servants of sectionchief (P <0.01).15) the physical health status of civil servants: servants prevalence ofcardiovascular diseases and endocrine and metabolic system disease, these two kindsof diseasesaccounted for the total number of civil servants in68%, accountingfor29.8%of civil servants of illness. Civil servants of chronic non communicablediseases are mainlyhypertension and coronary heart disease, the two diseases accountedfor the total number of civil servants for18.50%civil servants, chronic disease85.48%.16) health status of civil servants in different levels of psychological tension: high tensionof civil servants in a higher proportion of high job burnout degree, reached70.78%. Theheight of each tense and burnout group and moderate burnout in higherproportion; different tension level civil servants psychological fatigue score havesignificant difference (P <0.01). High tension levels of mental fatigue score higherscoreof social support of civil servants; civil servants of different tension levels had significantdifference (P <0.01). With the deepening of the degree of stress, social support graduallyreduced; there is significant difference between different stress levelcivil servants copingstyle score (P <0.01), different stress level civil servants coping styles are different, morehigh civil tension levels, mature coping style score lower,immature coping style scoreshigher.17) different occupational stress level has influence on the occurrence cause allkinds of diseases and chronic diseases (P＜0.05), along with the rise of civilservantsoccupational stress degree, the prevalence ratio from high to low as hightension, lowtension, moderate tension.18) the relevant civil servants’ mental health in occupational burnout and mental fatigue and occupational stress and the copingstyle scores of positive (P <0.05), andthe total score of social support was negativelycorrelated (P＜0.05); prevalence is related to the same;19) gender, monthlyincome, occupational stress level and social support were the main factors influence ofcivil servants’ job burnout (P＜0.05);gender, rank, length of service, education, copingstyle is the main factor affecting thecivil servants’ mental fatigue (P＜0.05);20) rank, length of service, level, occupation tense occupation burnout and mental fatiguewere entered into the equation, is the main factor affecting the physiologicalhealth ofthe civil servants (P＜0.05);21) of different demographic characteristics of civilservants working ability are different (P <0.01): work ability index score, male civilservants is higher than that of female civil servants (P <0.05); Han civilservants thanminority servant (P <0.01); different rank civil servants work abilityindex score from high to low are director level, level, middle-level civil servantsand staff (P＜0.05),compared the two two civil servants, departmental level scored higherthan the clerk (P <0.01); Civil servants have higher scores than civil servants of sectionchief (P <0.01);different length of service of civil servants work ability index score fromhigh to low are<10years,10~20years, more than20years (P <0.01), the twotwo comparison,<10years seniority groups of civil servants have higher scoresthan10~20years and over20years seniority groups of civil servants;10~20standinggroup scored higher than that of civil servant20years seniority, civil service collegeand technical secondary school education group; civil servants below bachelor degree ofcivil servants group (P <0.01); work ability index score higherthan unmarried married civil servants, civil servants (P <0.01); ability to work in differentmonth income comparison of civil servants from high to low scores of no less than5000yuan, the3000~5000element and the <3000yuan, two two, more than5000tuples scoredhigher than <3000yuanand3000~5000yuan official group (P＜0.05). Work abilityindex is better than the proportion of male female civil servants, civil servants, and inthe ability to work for the good of neutralization, poor rate was lower than female civilservants (P＜0.05); ability to work for the excellent and good ratio,civilservants than Han Minority servant, ability to work for the neutralization differencelowerthan the proportion of minority servant (P <0.05); The different rank of civilservants working ability is excellent ratio from high to low arelevel, departmentlevel, department level, clerk, for good and in proportion to the order from high tolow as the level, department level, department level and staff, for thedifference in the rate of the order from high to low for the clerk, department level, leveland high level (P <0.05); Ability to work with different length of service of civilservants for optimal ratio from high to low is10~20years, less than10years, morethan20years; for the good ratio from high to low are <10years,10~20years, more than20years; for in proportion to the order from high to low for more than20years,10~20years,<10years; for thedifference ratio from high to low for more than20years,10~20years,<10years (P＜0.05); bility to work for the excellent andgood ratio, bachelor degree above college andtechnical secondary school education civilservants civil servants, ability to work for theneutralization of difference ratio is lowerthan the junior college and technical secondary school education civil servants (P＜0.05); unmarried civil service capacityas excellent and good ratio higher than married civilservants, and in the ability to work for the neutralization of difference proportion lessthan married civil servants (P＜0.05); ability to work in different month income of civilservants for optimal ratio from high to low are more than5000yuan,3000~5000yuan and <3000yuan; As the proportion of the good from high to low are more than5000yuan, less than3000yuan and3000~5000yuan; for in proportion to the order fromhigh to low of less than3000yuan,3000~5000yuan and above5000yuan; aspoor ratio from high to low is3000~5000yuan,3000yuan more than5000yuan and lessthan (P <0.05);22) different stress level civil servants working ability is excellent andgood ratio fromhigh to low to moderate tension (62.4%), high tension (58.8%) and the lowtension(50.2%), different stress level civil servants working ability of excellent andgood ratio from high to low are moderate, high tension and low tension tension (P＜0.05);23) there is significant difference between different occupation burnout of civilservantsunder the status of work ability (P＜0.05), zero and mild burnout group workingabilityis excellent and good ratio of the highest, and the difference of height of thehighestproportion of burnout group; and with the deepening of the degreeof job burnout,ability score lower (P＜0.05);24) there are significant differencesbetween the workability of civil servants of different mental fatigue state (P＜0.05), physical fatiguegroup working ability score the highest, decreasedactivity and power down the lowest score (P＜0.05);25) prevalence and prevalence ofcivil servants not to compare the two groups, there are significant differencesbetween work ability (P <0.05), the prevalence of groupwork ability asneutralizing difference ratio was higher in non diseased were excellentand good ratio ishigher, and the work ability index in patient group than lowprevalence group (P＜ 0.05);26) civil servants of different ability to work under thesocial support level and therewas statistical difference (P <0.05), subjective supportthe work of the groupof high ability score, objective support and utilization of social support score was lower (P＜0.05);27) civil servants of different coping styles levelcapacity, there was statisticaldifference (P <0.05), to solve the problem of group the ability to work the highestscore, the lowest score of fantasy and self accusation group(P＜0.05).28) to gender, nationality, position, length ofservice, education level, marriage,demographic characteristics and prevalence of monthlyincome, and occupation,occupation burnout level of stress factors, mental fatigue, socialsupport, coping stylesas independent variables, to work ability score as the dependentvariable, in multiplelinear regression analysis. Gender, nationality, position, length ofservice, educationlevel, marriage, demographic characteristics and prevalence of monthlyincome,occupation, occupation burnout level of tension, mental fatigue, socialsupport, coping styles were entered into the equation (P＜0.05); among them, thehigher rank, length of service, occupation burnout, mentalfatigue, prevalence, occupation the tensionlevel standard partial regression coefficientabsolute value. Conclusion:1) civil servants bear higher in mental workers inthe occupation: civil servantsoccupation tension measurement of stress factors, in the13dimension scores of complexity, variability is higher than Urumqicity mental norm.2) different duty level civil servants occupation tension differences: thetask of danger is the main stress factorssection; exchange possibility is the main stressfactors of civil servants of section chief;cooperation demand degree, taskuncertainty, organizational issues, attention needswork, time pressure is themain nervous civil servants; complexity, task control,participation, time control, thepossibility of cooperation, work interference and close cooperation department of the civilservice is the main stress factors.3) the existence of demographic differences of civilservants occupation stress level:female civil servants occupation stress andwork pressure level is higher than the male; Bachelor degree or above in a civil servicejob strain index is higher than that of other educated civil servants; Department of civilservants working strain index higher than the clerk, duty level of occupation stress has acertain influence;>20years seniority group and10to occupation tension the level of20years standing group of civil servants below <10years seniority group, short length ofservice of civil servantsoccupation tension degree is high; the economic income of highlevel civil servantsoccupation stress level is high;4) the length of service, education is the impact of civil servants occupation stress factors results in two variables themost, followed by gender, ethnic two variables, again for the marriage, a monthly incomeof twovariables.5) rank, length of service, regulating demand, adjustmentpossibility wereentered into the equation, is the main factor affecting the level of civilservantsoccupation tension.6) demographic characteristics such as gender, age of civilservants, seniority will affect the occurrence of occupation burnout, male, ethnicminorities, highly educated,low seniority, unmarried and high income of civilservants occupation burnout is relatively high; while female, low education, lowincome, high seniority is married andcivil servants are more likely toexperience emotions excessive consumption of resources;7) there are statisticallysignificant differences in demographic characteristics of civil servants’ mental fatigue isdifferent, male, ethnic minorities, high education, high vocational level, length ofservice, married and high income of civil servants fatigue degree ishigh, female,10~20years seniority and low income of civil servants more feel mentalfatigue;8) different demographic characteristics of civil service social supportstatus differences, women, minorities, low education, vocationallevel, high seniority andhigh income of civil servants to obtain higher social support,lower income of civilservants in the utilization of social support is relatively high;9) coping style of differentdemographic characteristics of civil servants have difference, female, Han, loweducation, high age, married and income of civil servants is inclined to use problemsolving and help seeking mature coping styles, coping styleand mixed male andminority, highly educated, low age, unmarried and high income of civil servants tend touse self blame, fantasy immature coping style and rationalization of the civilservice;10) of different job level has difference in dimensions of job burnout:burnout total score from high to low are level, department level, department level civilservants and staff member, the whole comparison with statistical difference.Staff are morelikely to experience emotions excessive consumption of resources andphysicalfatigue, obtain higher social support, a tendency to adopt the problem solving and helpseeking coping; civil servants job burnout and mental fatigue degree isrelativelyhigh, others often use negative and indifferent, excessively distant attitude,social supportfor less. A tendency to adopt the self blame, fantasy immature coping style, mixed copingstyles or rationalization; departmental level civil servants more to experience a sense ofachievement rise;11) of cardiovascular disease (including hypertension and coronary heartdisease) andendocrine and metabolic system disease in these two kinds of disease, i... |
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